Location:

Greater Toronto Area (Hybrid) 3 days on site Language:

Excellent written and verbal English communication skills required Duration:

12-Month Contract Commitment:

Full-Time

About the Opportunity We're seeking an accomplished

Senior Consultant, People Strategy & Operations

to provide VP-level leadership and strategic oversight for a agile, national organization. This is a high-impact, 12-month consulting opportunity for an experienced HR executive who brings a strong combination of operational leadership, financial acumen, compensation expertise, and strategic transformation experience.

Reporting to the Vice President, People, you'll assume responsibility for the day-to-day leadership and oversight of the People and Learning Enablement functions, providing direction and accountability through three managers who collectively oversee a team of approximately 23 employees.

This role requires a commercially minded HR leader who can operate independently, confidently oversee complex compensation programs, and translate financial and workforce data into actionable business recommendations. You'll play a critical role in overseeing management incentive compensation (MIC), strengthening compensation governance, advancing pay equity initiatives, and driving talent development and organizational effectiveness.

The ideal candidate is equally comfortable managing the operational demands of an established HR function and leading strategic initiatives that require executive-level judgment, strong prioritization, and cross-functional collaboration.

What's In It for You Join a collaborative executive leadership team where your expertise will directly influence organizational strategy, compensation governance, and employee experience.



You'll have the opportunity to lead an established People and Learning Enablement function, partner with senior executives, and drive meaningful enterprise-wide initiatives.

This role offers a unique combination of senior-level operational accountability and strategic project leadership, making it ideal for an experienced HR professional who enjoys solving complex business challenges, developing high-performing teams, and delivering measurable results.

Your Responsibilities Senior HR Leadership & Operational Oversight

Provide independent, day-to-day leadership and strategic oversight of the People and Learning Enablement functions, ensuring operational excellence, effective service delivery, and alignment with organizational priorities.

Lead and coach three direct-report managers responsible for a broader team of approximately 23 employees, establishing clear expectations, accountability, and performance standards.

Assess team capabilities, organizational structure, workload distribution, and management effectiveness, identifying specific development opportunities and implementing practical solutions.

Serve as a trusted advisor to the Vice President, People and other senior executives, providing sound judgment and recommendations on complex people matters.





Balance competing operational priorities and enterprise-wide transformation initiatives, ensuring critical deliverables remain on track without compromising day-to-day HR service delivery.

Strengthen management effectiveness through coaching, performance feedback, capability development, and proactive problem-solving.

Compensation Strategy, Financial Analytics & Governance

Provide senior-level oversight of the organization's compensation programs, ensuring alignment with business objectives, internal equity, market competitiveness, and financial sustainability.

Oversee and provide strategic direction to the Senior Compensation Manager, critically reviewing compensation analyses, recommendations, financial models, and proposed program changes.

Lead the governance and oversight of

Management Incentive Compensation (MIC)

programs, including incentive planning, performance measures, payout calculations, financial implications, and approval processes.

Bring demonstrated experience managing MIC processes, with the ability to independently evaluate incentive compensation methodologies, challenge assumptions, identify risks, and ensure program integrity.

Partner closely with Finance to develop, review, and manage compensation budgets, forecasts, incentive accruals, and financial scenarios.

Analyze compensation costs, trends, and workforce data to identify financial risks, cost implications, and opportunities for improved decision-making.

Translate complex compensation and financial information into clear business insights, executive recommendations, and actionable strategies.

Provide oversight of compensation structure reviews, salary planning, pay equity compliance, and the

📌 Human Resources Consultant (Toronto)
🏢 Altis Technology
📍 Toronto